Character Traits to Look for When Hiring

opinion expressed by entrepreneur Contributors are yours.

Hiring managers across the board are faced with questions about the qualifications of their potential employee. How much does a general experience of three to five years matter? Is it enough to turn down a potentially great employee just because they are a year or two short?

Yes, experience matters, but attitude and qualifications play a role in determining whether a candidate will be the right fit for your company.

When you’re building a team to support your small business (“small” here defined as ten or fewer employees, not myself included), my best advice is to Reach ideals, not role-fillers.

A role-filler has all the qualifications to do the job, but just doing the job isn’t enough for your needs.

I have included many employees in my agency who lack the three to five years of demanding traditional job descriptions – but who lack leadership skills, a history of project success, or their references to working hard and doing well. had a reputation with.

Hypothetically, you are looking for an account manager. There are two candidates in front of you, one who has three to five years of all your qualifications and another who has a year and a half of experience, but radiates the kind of leadership qualities that make you, your team and the customer happy.

There’s no competition for who I’ll hire. Five times out of five, I’m going with the leader’s ideal.

RELATED: The Secret to Building a Successful Startup? Finding the right team.

Six ideals of a great team

I have boiled down the essential ideals of a team to six players.

This does not mean that any company with just six employees can be left out; In order to scale operations, you will eventually have to hire multiple archetypes of the same kind. You can never have too many leaders.

Now, I can list them as bullet points and give you vague definitions, but I’ve prepared a description of the six archetypes that I find more helpful. I based my description on the characters in The Avengers.

The team’s line-up is perfect as no two members are redundant.

  • Captain America is the leader. This leader lacks the immense power and other-worldly powers of his team members, but he has a strategic mind and has the influence to command them effectively among the team.
  • Iron Man is an island. This team member is not only the best at working as a team player, but is exceptional at delivering high quality projects independently.
  • The Hulk is your brute force. This teammate is adept at getting to the finish line through tasks and overcoming obstacles.
  • Thor is your expert. This team member can dive deep into complex tasks and equip himself with an important and distinct skill that no other team member has.
  • Black Widow is your communicator, Able to play both the internal and customer sides of a campaign to keep everyone happy and focused.
  • Hawkeye is your artillery support. This person ties up the loose ends and handles routine tasks, no questions asked.

RELATED: 6 Steps to Hiring the Right People to Build an Effective Team

There’s a reason why Loki (besides villainous intentions) can never be the avenger. As Iron Man notes, he had no plans. When it’s time for a climactic fight – even if he’s armed with more than enough resources to succeed – Loki fails to use his upper hand effectively. Bad planners and mismanagers have no place on your team.

Leaders, islands, brute force, specialists, communicators and artillery support are all capable individuals. Nevertheless, they come together to form an extraordinary team capable of handling anything.

finding the right team

When scrutinizing a candidate, how can you tell a jobber is basically? The answer is to ask them questions about their experience, but not necessarily their work experience.

What I do is incorporate a pre-hire assessment with questions early in my hiring process such as “What leadership experience are you proud of?”, “Do you bring any unique skills to the table?”, “Are you more skilled? Are you on a team or on your own?”

The answers will provide you with which ideal the candidate fits best. By combining any samples or references they send and your interview process, you can make a fair determination between a doer who lacks communication skills and an island that produces exceptional quality in its own right.

Of course, being completely fit basically doesn’t make them the perfect fit for your team. An island can produce stellar work, but if they are complacent and refuse to cooperate, they will cause team friction and problems. Is it worth it? Maybe not. Remember, Iron Man isn’t famous for being a team player, but he works seamlessly as part of a unit when it matters. An important aspect of making a smart, maintainable hire is never getting organized. If you can be patient the right fit will come.

RELATED: 3 Reasons Building the Right Team Is Mission Critical to Your Business

Leaders, islands and experts retain their innate qualities, no matter what their industry. Habits and procedures for doing a task properly can be taught, but the ability to move forward with difficulty is very difficult to inculcate in someone who does not have it.

To sum it up: Hire the person, not the resume.